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Organisation Development
Developing healthy organisations
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Ten Skills for the Future Workforce

Ten Skills for the Future Workforce | Organisation Development | Scoop.it

Sense-making, social intelligence, novel & adaptive thinking, cross-cultural competency, computational thinking, new-media literacy, transdisciplarity, design mindset, cognitive load management, virtual collaboration. These are the 10 skills needed for the future workforce. For a full report, see the work done by Apollo Research Institute (formerly the University of Phoenix Research Institute) looking at the Skills Needed by 2020. A summery of the report and detailed findings about each of the skills are also available.


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Culture: Don't Copy - Create - Forbes

Culture: Don't Copy - Create - Forbes | Organisation Development | Scoop.it

I read an interesting piece here on Forbes this morning entitled “If You Want to Build a Great Team, Hire Apple Employees.” Really?

 

If only the complexity of talent issues were as simple as raiding the employee ranks of Apple…While the author made some great points about outcomes produced by the discipline and rigor of the hiring process at Apple, making the assumption hiring Apple employees could universally solve the talent woes of other organizations is wishful thinking at best.

 

One Size Doesn’t Fit All
Here’s the thing – just because someone has succeeded at Apple doesn’t mean they’ll realize the same success in other endeavors. Likewise, just because someone has failed in a previous position doesn’t mean they might not end-up being a top performer in another company. Sure, Apple has some great talent, but it’s talent identified, recruited, hired, and developed for the vision and culture at Apple, which may not be at all compatible with those of a different organization.

Understanding Shared Values & Vision
What makes the Apple talent machine so impressive is they understand something many other organizations often talk about, but fail to grasp – it simply isn’t necessary to compromise on core values to acquire great talent. That said, place an Apple employee in an organization with differing beliefs and ideals, a different set of core values, and a vision for the future that radically varies from their own, and I’d suggest said employee, albeit a talented employee, won’t have the same impact on the new organization they had at Apple.

 

You can either spend time finding employees who share your organization’s values and vision, or deal with the brain damage of managing conflicts that arise as a result of misalignment in these areas. A new hire should desire to be part of your company for more than the ability to maximize immediate earning potential – they should be interested in your company because there is a sincere alignment of values and vision. Trust me when I tell you that compromises in this area, which may seem insignificant during the interview process, will become visibly and materially significant down the road.

 

Culture Isn’t An Accident
Apple works at culture. The Apple culture didn’t happen by osmosis; it was and is engineered by design. The lesson here is that culture matters – forget this and all other efforts with regard to talent initiatives will be dysfunctional, if not lost altogether. Don’t allow your culture to evolve by default, create it by design. The first step in cultural design is to be very, very careful who you let through the front door. People, their traits, attitudes, and work ethic (or lack thereof) are contagions. This can be positive or negative – the choice is yours. The old saying, “talent begets talent” is true, but talent that aligns with culture will produce better results than talent that does not.

 

Don’t Copy Create
Apple is a great company with a dynamic culture and immense talent. There is much to be learned from Apple, but thinking you can simply hire their employees and have the same outcome is laughable – it won’t work. Don’t believe me? Just look at a case study in the making at JC Penney. Penney’s CEO Ron Johnson (former head of Apple’s retail operation) was brought to Penney’s to work the Apple magic. While there’s little debate the Penney’s brand needed a makeover, the jury is still out on whether simply taking Apple’s formula and imposing it on the Penney’s culture will have the results Johnson achieved at Apple and forecasted at JC Penney – I suspect it won’t. To change a culture, you must first understand the culture being changed, a step not taken by Johnson.

 

The message here is a simple one – Apple was not an overnight success. It took decades of purposed, intentional and unyielding focus to create the Apple culture that exists today. You cannot short-cut the process for your company by simply hiring Apple employees. Create your own vision, stick to your values, hire employees who share your vision and values, do the hard work, and stay the course. Success is created – not copied.

 

Thoughts?

 

Follow me on Twitter @MikeMyatt


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WHERE GOOD IDEAS COME FROM by Steven Johnson

One of our most innovative, popular thinkers Steven Johnson, takes on-in an exhilarating style-one of our key questions: Where do good ideas come from? 

 

Fantastic little video - well worth watching.  

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Jim Collins: Be Great Now

Jim Collins: Be Great Now | Organisation Development | Scoop.it
The leadership expert sits down with Inc. editor-at-large Bo Burlingham to talk about what makes great companies tick.
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Why That New Innovation Effort May Not Be Worth It

Why That New Innovation Effort May Not Be Worth It | Organisation Development | Scoop.it
Nowadays, almost every company claims to be innovative, if only to attract top talent, please investors, and strengthen its brand. Some companies are innovative, but many are not.
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Lessons From the Field: Applying Appreciative Inquiry (Revised Edition) book download

Lessons From the Field: Applying Appreciative Inquiry (Revised Edition) book download | Organisation Development | Scoop.it
Download Lessons From the Field: Applying Appreciative Inquiry (Revised Edition) book Lessons From the Field: http://t.co/ewGuJoXw...

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Good and Bad Engagement: All Engagement is Not Created Equal

Good and Bad Engagement: All Engagement is Not Created Equal | Organisation Development | Scoop.it

Apparently, like cholesterol, there is really good engagement and then not-so-good engagement, and you need to make sure that you have a lot more of the former.


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Getting to the Bottom Line Impact of Employee Engagement

Getting to the Bottom Line Impact of Employee Engagement | Organisation Development | Scoop.it
Despite all that has been said or written about employee engagement, there’s still a question that’s hard to get a straight answer to: what’s the actual return on investment (the ROI) of employee engagement, anyway?
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Storytelling Is Hugging The Chaos

Storytelling Is Hugging The Chaos | Organisation Development | Scoop.it

Great Storytelling IS a contradiction. Engaging stories set out to deliberately draw a conflict – a comparison of morality, or of fundamental change – or of good and evil. Of starting at a place where we DON’T KNOW how it’s going to turn out…. We Hug The Chaos!

 

The story of how you met your wife STARTS with you not knowing if she would eventually become your wife…. You had no idea.

 

As marketers today, we are inundated with reasons to do the opposite of this.

 

We operate from knowledge; from past experiences. We very often only act when we have the data to support our product, our position – our package – our pricing… our promotion…. In fact we’ve historically scaled our data analysis skills in marketing and we hire outside our company for anything creative. We keep a safe distance from the “creative genius” that can be so compelling – but also so unknown, so chaotic – so tragically wrong. Why is that?


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Leading in the 21st century - McKinsey Quarterly - Governance - Leadership

Leading in the 21st century - McKinsey Quarterly - Governance - Leadership | Organisation Development | Scoop.it
Six global leaders confront the personal and professional challenges of a new era of uncertainty. A McKinsey Quarterly Governance article.
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Transforming HR – How a CEO did it « Life, Leadership and Change

Transforming HR – How a CEO did it « Life, Leadership and Change | Organisation Development | Scoop.it
Guest Post by Les Hayman Exactly a year ago, I had written a blogpost (CEO HR) on how the skills of a CEO are ideally suited to lead the HR function, especially in organizations that require a transformation of the HR function.
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Understanding the mind is critical to finding sustainable business solutions

Understanding the mind is critical to finding sustainable business solutions | Organisation Development | Scoop.it
Companies need to honour reflective and introspective individuals who are traditionally pushed out for lacking competitive aggression...

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What's the role of HR in building a social business?

What's the role of HR in building a social business? | Organisation Development | Scoop.it
So your company is trying to be more social, leveraging new ways of communicating to break down barriers to collaboration and information sharing. Great, but what role should HR play in mandating or refereeing that process?
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7 Diet Tips for Your Company

7 Diet Tips for Your Company | Organisation Development | Scoop.it
Cutting waste from your business demands more than turning off the lights at night. Adopt the practice of lean thinking.
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How to Accelerate Workplace Experience for New or Inexperienced ...

Workplace action learning can be a vastly successful means of developing people and teams. Used in the UK since the 1940′s. It has been shown to help improve performance, and be a means of deepening experience in ...

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Employee Engagement and Corporate Social Responsibility for Generation Twitter | Business 2 Community

Employee Engagement and Corporate Social Responsibility for Generation Twitter | Business 2 Community | Organisation Development | Scoop.it
At a time when attention spans are shrinking against the exponential growth of new technology applications and digital tools, maintaining employee engagement is (Employee Engagement and Corporate Social Responsibility for Generation #Twitter
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Innovation Excellence | A Day with Gary Hamel

Innovation Excellence | A Day with Gary Hamel | Organisation Development | Scoop.it
RT @innovate: A Day with Gary Hamel - http://t.co/K6jsye4g - Braden Kelley - #innovation #success #leadership #change #strategy #mgmt...
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Daniel Pink on the surprising science of motivation

http://www.ted.com Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Tradi...
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The Science of Incentives, Motivation and Choking | Moments of Genius | Big Think

The Science of Incentives, Motivation and Choking | Moments of Genius | Big Think | Organisation Development | Scoop.it
LEADING & LOSS AVERSION: The Science of Incentives, Motivation and Choking http://t.co/eXXJ56nv. #Leadership #PositivePsychology...
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Corporate Social Responsibility: A Lever For Employee Attraction & Engagement - Forbes

Corporate Social Responsibility: A Lever For Employee Attraction & Engagement - Forbes | Organisation Development | Scoop.it
While the notion of (#CSR is now a crucial part of any large company’s long-term strategy – not just in marketing, but in recruiting, too http://t.co/dneN7qGi...)...
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Employee engagement – 5 simple questions to test it.

Employee engagement – 5 simple questions to test it. | Organisation Development | Scoop.it
Employee engagement add value directly to your bottom line. Here are 5 simple questions to ask yourself and your team to test employee engagement.
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graphic drawings | World Appreciative Inquiry Conference 2012

graphic drawings | World Appreciative Inquiry Conference 2012 | Organisation Development | Scoop.it

Great set of graphics on Appreciative Inquiry World Conference 2012


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Can a Boss-Free Office Boost Employee Engagement? - The Salary Reporter

Can a Boss-Free Office Boost Employee Engagement? - The Salary Reporter | Organisation Development | Scoop.it
Ilya Pozin, the founder of digital marketing agency Ciplex, introduces a compelling argument in a recent Inc. column:

 

Institute a boss-free office to boost employee engagement and motivation.


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Storytelling From Guy Laramee

Storytelling From Guy Laramee | Organisation Development | Scoop.it
In 1999 Guy Laramee, put a sand blaster to a book and within an instant had unveiled his hidden talent for book sculpting. Today his sculptures are internationally known. He’s recently released two additions to his landscape series; The Great Wall and Biblos.

 

Laramee’s Zen-like philosophy can be easily seen in the stunning works — gaining true knowledge by erosion, not accumulation. He says his sculptures make a statement about being lost in the information age, and that you can know more about the world by knowing less.


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Appreciative Inquiry through Stories

Appreciative Inquiry through Stories | Organisation Development | Scoop.it
... sense of complex issues, and together we can create new stories. A beautiful quote says it all: “Remember, you don't fear people whose stories you know, real listening always brings people closer together.” Meg Wheatley.
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